NewCorp Scenarios Legal Brief
What liability does NewCorp have in this situation? NewCorp may have to deal with a couple liability issues, one of which has to do with Sam the supervisor of electrical manufacturing for automotive who has developed a relationship with one of his employees. The relationship has taken a turn for the worse, and was ended by Paula, which Sam was not in agreement and wanted to continue dating. As a result, Sam began displaying unreceptive behaviors. This is the start of where Sam begins to put himself as well as NewCorp in a compromising position. Paula asks Sam to stop with the behaviors and to no avail he would not. Therefore, she applied for a transfer to the wire-coating; Sam blocked the transfer, citing evidence that chemical used in wire coating could harm an early-stage fetus (eCampus, 2011). Further, Sam argued, “NewCorp could not take the chance of being liable for causing a child to be born with a birth defect” (eCampus, 2011). Consequently, Paula deems this is Sam’s way of controlling and illegal discrimination. What actions might NewCorp take?

NewCorp might want to consult with human resources and implement policies and procedures regarding dating between supervisors and employees. The reason NewCorp would want to institute this policy would be two-fold: (1) other employees may claim discrimination, feeling that the supervisor is playing favorites towards their dating partner, and (2) should the relationship sour, that employee may claim sexual harassment, feeling pressured to keep the relationship going in order to keep their job (HR Policies, 2011). Identify which legal principles such as statutory or case law support your responses NewCorp would definitely make sure they are exercising equal opportunity in employment, which is the right of all employees and job applicants (1) to be treated without discrimination and (2)...

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Gansz V. Alton Haunted House
University of Phoenix
LAW531
November 18, 2013
Ganz v. Alton Haunted House
The case of Gansz V. Alton Haunted House originated when a girl tripped while running from an individual with a loud motor driven chainsaw at a haunted house in Alton, Illinois on October 29, 2011 (Faces of Lawsuit Abuse, 2013). The girl’s father, Terry Gansz, claims the haunted house tour included a section where patrons were directed through a passage leading to a ramp with an entry to the rear of the haunted bus. American Legion is being blamed for the design of the haunted house making it difficult for patrons to exit the attraction (Madison Record, 2013). Arguing that the plaintiff voluntarily assumed the risks of the haunted house, the defendants claim they are not at fault and should not be liable for any injuries claimed (Madison Record, 2013).
Issue: Has negligence been demonstrated?
Rule
According to Cheeseman (2013), negligence is a "A doctrine that says a person is liable for harm that is the foreseeable consequence of his or her actions" (p.91). The elements of negligence include:
Duty of Care
Breach of Duty
Harm
Legal Causation
The case of Gansz versus Alton Haunted House exemplifies the foundation of the fault principle. Terry Gansz the father of a young girl who was injured when she tripped over a ramp at the Haunted House alleges that there was failure to ensure the safety of the patrons...

...Week 3 - Learning Team Reflection
University of Phoenix
LAW/531
Team B - Week 3 - Learning Team Reflection
Obtaining legal counsel was this week's reflection topic. Team B in this outline will include and answer two questions: What benefits would counsel provide in helping a victim to decide whether to take a settlement offer or pursue litigation, and at what point should counsel be available. Team B have collaborated each members responses, and formatted them below.
I. What benefits would counsel provide in helping a victim to decide whether to take a settlement offer or pursue litigation?
a. Depends on the type of case and settlement amount.
b. If the settlement amount is close to the amount of the plaintiff’s total cost or damages then the settlement would be a good option.
c. Legal counsel will be unnecessary because any extra amount would likely cover costs of hiring the counsel.
d. Lawyers understand the law better and know how the judicial system works. They can use their expertise to help someone decide whether or not to take a settlement or purse litigation.
e. Lawyers have prior experience and can offer advice based on similar cases.
f. Lawyers know the process that the victim and the lawyers will have to undertake.
g. Counsel can answer questions concerning the facts in the case and the litigation issue to be covered.
h. Counsel is aware...

...Regulatory Laws and Torts in Alumina Simulation
Kathleen Kraft-Smith
LAW531
Martine Anderson
University of Phoenix
Regulatory Laws and Torts in Alumina Simulation
Alumina is a manufacturing plant specializing in automotive components, packaging materials, bauxite, refining, and smelting. Lately this organization has been dealing with an EPA violation that occurred, and was corrected, five years ago through an individual that states harm has occurred based on this violation. A closer look at this organization and the violation reveals regulatory risks that need to be managed, prevented and corrected. Going through each scenario within the simulation we will present all the regulatory risks and liabilities, possible choices for management and the consequences of each choice for these risks, and a preventative plan to help eliminate future problems that may occur due to this violation.
Problem 1.
Release news story highlighting efficiency of the system and its clean record. This plan of action is usually a wise approach as it instills confidence into the public, letting them know that the organization understands the regulations and is all about adhering to them. As in this case however the reporter falsely documented data which reflected negatively on the organization, which then a retort of the article had to be written. Alumina could have used this situation as a deformation case, but was...

...Employment law moderates the relationship between employees, employers, unions and the government. Employment law is a broad area of the law that embraces all areas of the employer-employee relationship with the exception of the negotiation process covered by labor law and collective bargaining. Employment law encompasses Federal and state statutes and regulations. Some employment laws were set in place as labor legislation made to protect labor, and other laws provide protections in the form of insurance for workers, such as unemployment insurance. The U.S. Department of Labor (DOL) is a federal administrator and enforcement agency of most federal employment laws such as those addressing safety and health standards and wages and hours of work. Other federal agencies also oversee laws that affect employment concerns. Two of these agencies are the U.S. Equal Employment Opportunity Commission (EEOC) and the National Labor Relations Board (NLRB). The EEOC enforces laws that provide protection against discrimination in the workplace and the NLRB handles the law which governs the relationship between employers and unions. Workplace laws apply to all employees whether or not they are disabled, however some laws are specific to employees with disabilities such as the Americans with...

...serious consideration by all parties involved in the reporting processing. The employee should be comforted, not told to “get over it”. Employees deserve the commitment and due diligence of their organization in handling sensitive matters.
Another suggestion would be for the organization to create a zero tolerance atmosphere for sexual harassment. This requires challenging employees immediately when they participate in activities that create an unacceptable workplace. Jokes, sneers, leers, teasing, and gestures are not acceptable.
Last, the organization must thrive to keep the workplace friendly and open. This will instill a more pleasant and respectful atmosphere.
References
1. Bennett-Alexander, Dawn D. Employment Law for Business. 6. VitalSource Bookshelf. McGraw-
Hill Learning Solutions, 2009, Saturday, March 17, 2012. http://online.vitalsource.com/books/0077588967/outline/Root
2. Roberts, Barry S. and Mann, Richard A. Sexual Harassment in the Workplace: A Primer.
Retrieved 17 Mar 2012, from http://www3.uakron.edu/lawrev/robert1.html...

...Employment Law Compliance Plan
Donna Allaire
HRM/531
July 8, 2013
Professor James Scholes
MEMORANDUM
TO: Traci Goldman
FROM:
DATE:
Subject: Employment Laws
Regarding your request, I am to formulate an employment law compliance plan for a Mr. Bradley Stonefield. It is my understanding that Mr. Stonefield is planning to open a limousine service in Austin, Texas. The limousine service will be made up of 25 employees within the first year.
This memo will examine employment laws as well as how these laws are applied. I will also examine the penalties of noncompliance of the different laws. There are diverse employment laws an organization must follow to stay in compliance. If these laws are not followed by the organization, it can lead to numerous consequences. There will be five employment laws I will go over in this memo. They are as follows: The Americans with Disabilities Act of 1990, The Age Discrimination in Employment Act of 1967, The Immigration Reform and Control Act of 1986, Family and the Medical Leave Act of 1993, and sexual harassment in the place of work.
The Americans with Disabilities Act of 1990
The Americans with Disabilities Act excludes any organization from discriminating qualified people who have a disability. This law protects people with many disabilities. These disabilities...

...Equal Employment Opportunity Laws in Pakistan
Disclaimer: The below information is provided on good faith basis and should be taken as a basic guideline about the equal employment opportunity laws in Pakistan instead of any legal advice.
Objectives Resolution 1949
The base for the equality of all citizens was provided in the Objectives Resolution which was passed by the Constituent Assembly of Pakistan in March, 1949. This resolution later became a substantive part of the Constitution of Pakistan. This Constituent Assembly framed a Constitution for the sovereign independent State of Pakistan;
• Wherein the principles of democracy, freedom, equality, tolerance and social justice as enunciated by Islam shall be fully observed;
• Wherein shall be guaranteed fundamental rights including equality of status, of opportunity and before law, social, economic and political justice, and freedom of thought, expression, belief, faith, worship and association, subject to law and public morality;
1973 Constitution
The laws related to the equal opportunity further improved in Constitution of 1973.
• Article 11 of the Constitution prohibits all forms of slavery, forced labor and child labor.
• Article 17 provides fundamental right to exercise the freedom of association and the right to form unions.
• Article 18 says every citizen; subject to qualifications can enter a trade, business or...